• Developing effective working relationships
• Provide expert advice and coaching to leaders and employees
• Equip people managers with tools and knowledge to effectively manage their teams in alignment with organizational plans
• Design, research, develop, and implement HR initiatives to support people strategies, using expert knowledge of the client area
• Contribute to the delivery of the business area's Key Performance Indicators
• Identify individual and collective learning and development needs and provide to the HR specialty area for action
• Proactively gain client feedback to support HR specialty areas to improve service levels and alert HR areas where an issue/project may impact other areas
• Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures
• Consult and deliver new/amended policies and procedures to the business area
• Work in partnership with the client area to manage employee relations issues
• Build management responsibility and capability for managing ER issues and improve the effectiveness of employee consultations
• Support the business area with disciplinary/grievances and other employee issues, where specific business area knowledge is required 
• Maintain a representative caseload involving a wide range of employee relations issues including complaints and issues leading to formal grievances
• Develop appropriate employee relations plans and interventions
• Effectively investigate claims/charges, review all pertinent facts and information without expanding the scope of the investigation unnecessarily
• Advise employees and managers on the application of policies and procedures to effect a timely and satisfactory resolution
• Conduct at least one follow-up review in every case to determine if the implemented resolution was successful
• Accurately document the relevant contacts and issues immediately
• Analyze information about workforce trends and utilization, policy and procedure implementation, and compliance with all legal requirements including but not limited to EEO, ADA, FMLA, and FLSA
• Provide both transformational advice and transactional support that delivers best practice HR solutions to support the business area in conjunction with specialty HR areas
• Drive all HR initiatives within client groups including performance appraisals, merit increase process, incentive process, restructures, learning and development programs, change management initiatives, succession planning, etc.
• Embed a performance management culture within the business area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviors

Skills: Employee Relations, Policy Development, Performance Management, Leadership Coaching, Change Management, Talent Development, HR Strategy, Conflict Resolution

• Coordinate and administer HR programs and activities with limited supervision
• Collaborate with Communities of Expertise (CoEs) to create program documents and/or templates used for local program implementations
• Ensure new programs and processes are effectively communicated and implemented within the business unit
• Facilitate clinical or departmental/unit-specific onboarding activities
• Apply and reinforce performance management and employee relations practices utilizing CoE-endorsed practices (e.g., coaching, counseling, career development, disciplinary actions)
• Create and/or review faculty and high-level staff offer letters, including contracts in partnership with the school/unit and external partners (e.g., UPG contracts, coaching contracts)
• Provide interpretation and advice on HR, EOCR, Provost, HIPAA, ADAAA, and other governing policies, processes, and laws
• Work with Managers, HR colleagues, Finance, and CoEs to ensure information is accurate, in support of headcount and budget management
• Identify and escalate opportunities for improvement that support the school/unit’s goals and objectives, resulting in a better client experience and alignment with HR strategy and objectives
• Partner with COE Leads, Human Resources Business Partners, and organization leadership to effectively administer and improve the administration of human resources programs and services

Skills: HR Coordination, Program Implementation, Onboarding Support, Performance Practices, Policy Interpretation, Offer Management, Budget Support, Client Experience

• Lead, plan, align, design and own the development of critical talent management solutions to complex business situations for business groups that drive performance and integration
• Using knowledge of competitive strategies and tactics, developing culture, business organizational structure, vision, and governance
• Developing strategic workforce planning models, succession planning
• Building capability of teams to meet strategic initiatives and other business scorecard metrics, analytics and solutions, retention and engagement, leadership development planning, change management, process redesign
• Leads, plans and aligns an interactive ongoing process with leaders in the development and implementation of innovative strategies leading to positive business outcomes around the four perspectives
• Actively transferring best practices from/to different functions within the organization
• Leads using a strategic mindset thinking about the collective organization, big picture and avoiding a “silo” mentality acting as an analyst
• Gathering data and making key decisions that drive results within business units
• Acts as a courageous, fully functioning, highly visible and influential member of the senior leadership team for the business and communities they support
• Instills trust while providing counsel and guidance, demonstrating interpersonal savvy in all areas of human resource management
• Ensuring consideration of appropriate policies, practices and employment law consulting on how labor affects people's strategy, helping to maintain an environment of high retention and engagement and free of third-party influence
• Provides current, direct, complete, and actionable positive and constructive feedback to others, facing people's problems quickly and directly
• Acting as the lead responsible for creating appropriate solutions
• Building strong business relationships, continuously but collaboratively representing the proactive business perspective in the design, two-way communication, and implementation of all HR programs with other segments of the HR team
• Effectively assesses organizational talent, helping others to do the same to ultimately drive positive outcomes for the organization
• Leads, plans, and aligns HR strategies for merger and acquisition activity within business units and communities that promote cultural integration for Banner
• Serve as Executive leader for areas outside of HR as organizational needs dictate, leading, planning and aligning outcomes and results by overall strategic intent
• Promotes system consistency while addressing unique business issues for business groups
• Responsible for coordinating services with other administrators, internal legal counsel, executives, and other staff
• Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards
• Provides all customers of Banner Health with an excellent service experience by consistently demonstrating core and leader behaviors every day

Skills: Talent Solutions, Workforce Planning, Change Leadership, Strategic Analytics, Culture Strategy, Business Integration, Policy Consulting, Leadership Coaching

• Acts as a trusted advisor and strategic HR partner to the business units
• Partner closely with business leaders across the team to help managers with developing and growing their teams, while keeping the JFrog CODEX
• Work alongside leaders to drive clear communication initiatives within groups to ensure clarity of the strategy and drive accountability through the organization
• Understand the existing competencies and talent needs of the various groups and identify and address talent gaps before they impact the business
• Work with the leadership team to put in place proactive talent management plans (skills/leadership development and Succession Planning)
• Provides change management counsel and support
• Lead and participate in cross-functional working teams on strategic initiatives
• Partner with the executive clients, ensure excellent planning and implementation of key HR activities

Skills: HR Partnership, Talent Planning, Communication Strategy, Gap Analysis, Succession Planning, Change Support, Strategic Projects, Executive Alignment

• Work with the senior leaders and leadership teams to develop and implement the HR strategies that champion organizational and people effectiveness
• Serves as a liaison between the business and the central corporate teams
• Work with business and senior management teams to understand business strategies, diagnose current organization performance, and develop/implement plans to build organization capabilities and support ambitious growth
• Engaging in organizational design, workforce planning, talent management, and building a talent pipeline
• Leading end-to-end OD and Learning initiatives and programs from gap analysis to leading practices solutions
• Serve as an advisor and coach on diverse people issues
• Coach and advise managers
• Lead HR metrics and analytics, including trends, tracking specific HR objectives
• Lead complex employee relations issues
• Lead and mentor leaders through the performance improvement process
• Provide support on activities such as mobility, hiring, engagement, and retention
• Support the rollout of the performance management process, providing insights and analysis of managers' decisions
• Provide compensation support, including salary planning, approval of salary actions, relocations, promotions, and job leveling

Skills: HR Strategy, Org Development, Talent Pipeline, Leadership Coaching, Workforce Planning, HR Analytics, Employee Relations, Compensation Support

• Partner with senior stakeholders to assess needs and implement HR value-add initiatives
• Work alongside the Leadership team to challenge and engage, whilst driving innovation and excellence within HR
• Add value to the employee experience
• Work on ad-hoc value-add projects dependent on business requirements
• Support the delivery of organisational change initiatives
• Deliver the core People cycle across Talent and Engagement
• Provide SME guidance on specific ER issues
• Deliver developmental workshops to managers across the business
• Understand business goals and translate business strategy into optimal HR processes that are scalable, simple, associate-focused, and adaptable to unique and changing business needs
• Lead people processes (performance, compensation, engagement, development) to ensure organizational performance and capability meet current and future needs
• Recommend new approaches, policies, and procedures to effect continual improvements in business objectives across the company
• Diagnose problems, identify, and drive appropriate solutions, striking the right balance between speed/flexibility and process/compliance
• Use analytical capabilities to influence business leaders with data-driven recommendations
• Prioritize effectively to deliver results both as a strategic leadership partner and a data-driven voice of associates at all levels of the organization
• Influence change initiatives, develop change management plans, and prepare stakeholders before and after changes take place

Skills: HR Innovation, Employee Experience, Change Delivery, Talent Engagement, ER Guidance, People Processes, Data Influence, Strategic Partnering

• Engage with management to develop and translate the business strategy into talent management initiatives and facilitate implementation
• Proactively provide workforce insights to help leaders identify and address blocks and leverage opportunities for high performance
• Help to facilitate organizational decisions based on a deep understanding of interdependencies across functions and stakeholders
• Guide business leaders on organizational design that will drive growth and support organizational health
• Proactively identify strategic issues, workforce planning or organizational design challenges and provide advice to develop creative solutions
• Manage the data accuracy of the business unit in HRIS to preserve the source of truth
• Actively utilize data in support of feedback, coaching and advice aimed towards enhancing the organization’s success
• Exhibit managerial courage in raising issues and addressing difficult situations
• Translate data and analytics to develop insights, tell stories, drive decisions and measure impact
• Enable leadership to effectively manage their talent with confidence
• Partner with leaders on change initiatives with a focus on culture, leadership, and management transformation, and supporting systems and processes
• Understand top talent in the organization and be able to articulate strengths, weaknesses, key development actions, and potential next moves
• Approach performance management as a talent-building mechanism, aimed at growing individual and organizational capabilities
• Manages and resolves Employee Relations issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and Company policies
• Be agile and able to navigate ambiguity, build strong relationships across multiple teams, and execute effectively
• Collaborate with core HR functions (Total Rewards, L&D, Talent Acquisition) to deliver solutions in support of business objectives
• Anticipate business needs and support leaders in effective strategic decision making through research, benchmarking, and innovation methods
• Understand best practices and analyze emerging trends in the industry to develop a scalable HR strategy, frameworks, and initiatives

Skills: Talent Strategy, Workforce Insights, Org Design, HRIS Management, Data Analytics, Change Leadership, Performance Growth, ER Management

• Provide dedicated HR support to employees and managers with a specific focus on optimizing engagement, productivity, and effectiveness of the human resources within teams
• Strategically partner with functional leaders to create and support an inclusive culture focused on open communication, accountability, diversity, and creating talent development opportunities
• Partner with the functional leaders to assess capabilities across the teams and strategically plan workforce needs accordingly
• Ensure that appropriate training opportunities are identified and provided to employees to grow personal, career, and organizational development capabilities
• Lead functional teams in the Exact Journey process (performance management, career development, and engagement) and lead initiatives to increase the effectiveness of the Exact Journey process within functional groups
• Guide questions and consultation related to HR topics and issues
• Properly identify and effectively resolve routine and complex employee relations issues
• Develop recruitment and retention strategies to identify, attract, engage, and retain high-performing talent
• Partner with the recruiting team to identify proactive pipeline talent opportunities for future needs
• Regularly report on HR metrics for the leadership team to be able to address attrition rates, performance management metrics, employee satisfaction levels, etc.
• Lead and/or assist with key HR initiatives, including performance management processes, employee engagement, talent development, onboarding, and training
• Identify HR process and transactional optimization opportunities and work with HR team to streamline and align processes
• Play a key role in promoting Exact Sciences' values and nurturing the culture as the company goes through a period of rapid growth
• Provide necessary resources and guidance around change management, effective communication, and promote cross-functional collaboration
• Maintain and protect confidential data with utmost scrutiny, judgment, and care and ensure awareness of and compliance with employment regulations and laws

Skills: HR Support, Culture Building, Workforce Planning, Talent Development, Performance Process, ER Resolution, Recruitment Strategy, HR Metrics

• Develop and implement best practice HRBP processes
• Manage complex ER issues and support and deliver on HR and business change initiatives
• Utilise data/insight to gauge feelings in the organisation, identify and develop improvement plans
• Drive initiatives to improve colleague engagement
• Establish and maintain an intimate understanding of the Revenue Division and the company overall, in the interest of building effective and productive working relationships with internal stakeholders at all levels of the organization
• Analyze trends and metrics to develop solutions, programs, and policies that support business and team member growth
• Proactively assess business and organizational performance to recommend and drive action
• Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management
• Plan and lead organizational design projects to streamline and implement new structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands
• Collaborate with talent acquisition, with a strong focus on acquiring and retaining top talent and on building a pipeline for future needs
• Develop thoughtful, integrated approaches to promote diversity, equity, inclusion, and belonging in talent attraction, development, and retention
• Assess team member training and development needs based on business strategy to partner with L&D to close gaps between current and future skill sets
• Drive deep employee engagement via thoughtful communications, cultural cultivation, targeted development opportunities, and strategic programming

Skills: HRBP Processes, ER Management, Engagement Strategy, Stakeholder Relations, Data Insights, Talent Planning, Org Design, DEI Strategy

• Be a trusted advisor to leaders to help them and their teams deliver their best work every single day
• Partner strategically on business issues with executive, senior, and site leaders
• Provide insightful data to guide decision-making and provide people with solutions to make teams more effective and engaged
• Solve problems and get to the root cause of any issue, no matter how complex, and consult on solutions
• Serve as an approachable, highly trusted coach and adviser to leadership on all matters relating to talent and organizational design, change management, and employee issues and be highly visible to the organization
• Establish and maintain positive collaborative relationships with clients and stakeholders
• Work closely with managers and executives to improve work relationships, build morale, and increase productivity and retention
• Effectively communicate, influence, drive to consensus, and execute on initiatives across all levels of leadership
• Support and consult managers on employee relations issues
• Provide HR policy guidance and interpretation
• Participate in the development, implementation and evaluation of organizational effectiveness solutions for the organization
• Partner with HR counterparts on various HR programs and support the communication and implementation with the business
• Effectively support leadership development needs in collaboration with the Learning and Development group, including leadership development training and activities
• Maintain employee files and support data management in the HRIS to ensure accuracy and compliance
• Remain up-to-date on state and federal employment regulation changes

Skills: Trusted Advising, Strategic Partnering, Data-Driven Decisions, Root Cause Analysis, Leadership Coaching, Stakeholder Relations, Policy Guidance, HRIS Management

• Experience in Human Resources roles
• Experience working with international-based employees
• Experience with consulting on the revision of organizational policies and directives on HR programs
• Experience with managing sensitive, critical employee situations
• Experience with managing day-to-day employee relations
• Good knowledge of international employment laws and regulations 
• Ability to flex to core business hours, to support International work locations
• Experience with Workday HRIS
• Good knowledge of employment laws and regulations
• Excellent analytical, conflict-resolution, and problem-solving skills
• Must have SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), or equivalent Human Resources Certification

Qualifications: BA in Cultural Anthropology with 5 years of Experience

• Strong Business and HR acumen, including problem-solving skills, critical thinking, and analytical skills
• Strong project/program management and organizational design/development skills
• Able to thrive in a fast-paced environment
• Proven ability to influence and partner with different levels of an organization to achieve results
• Proven track record of success in multiple HR disciplines with a “toolkit” of practical and creative approaches to solving talent needs
• Proven ability to manage several complex projects simultaneously in a fast-paced environment
• Highly familiar with and history of working with digital and technology teams
• Able to build and lead teams outside of HR
• Understands and applies employment law
• Must have HR Certifications
• Experience with Workday or other large HR systems
• Proven presentation and communication skills, with a high sense of confidentiality

Qualifications: BA in Human Resource Management with 4 years of Experience

• Experience in Human Resources within the tech and product space
• Prior HR Business Partner experience
• Working experience in advising leadership and creating innovative people solutions
• Ability to align and connect the organization’s vision, mission and values to HR strategies and programs
• Strong working knowledge of multiple Human Resource disciplines including organizational design, workforce planning, employee relations, performance acceleration, talent development, compensation, diversity and inclusion, and local employment laws
• Ability to build relationships and communicate flexibly across all seniority levels, functions, and communication styles
• Proven track record of effectively coaching on and resolving sensitive employee issues
• Unquestionable sense of integrity, impeccable judgment and have mastered the ability to balance the needs of the company, managers, team members, and practical HR compliance
• Well-developed project management skills
• Ability to juggle competing priorities and attention to detail
• Must be a Savvy problem solver, with a positive, scrappy, “find a way to get it done” mentality

Qualifications: BS in Business Administration with 5 years of Experience

• Must be an HR generalist with working knowledge of multiple HR disciplines, including talent management, employee relations, workforce planning, and compensation practices
• Working experience in the Financial services industry 
• Able to be an evidence-based, adaptable problem solver, thoughtful and demonstrates good judgment and strong decision-making skills
• Proven experience building strong business partnerships and fostering relationships with employees
• Experience working in a matrix organization, effectively collaborating across functional areas and exposure to global offices to ensure that human capital initiatives align across the broader organization
• Strong organizational and project management skills with high attention to detail
• Experience working in an extremely dynamic, fast-paced, results-oriented environment
• Ability to prioritize and complete multiple projects simultaneously
• Strong interpersonal and communication skills (written and verbal), client-support orientation
• Ability to work effectively with all levels of the organization and with a wide range of clients
• Proficiency in Microsoft Office, including Word, Excel, Outlook and PowerPoint
• Able to work independently and as part of a team and has a bias-to-action, results-oriented approach to work
• Willing to do whatever it takes to help the team
• High EQ and emotional maturity, team player
• Strong collaborator, straight-forward with a strong work ethic and high integrity

Qualifications: BA in Sociology with 7 years of Experience

• Experience as an HR Business Partner in a fast-paced environment
• Able to be a result-driven individual who can produce outcomes
• Ability to understand the big picture and make the right decisions for the business
• Excellent communication, interpersonal and collaborative skills (including presentation skills) across levels
• Ability to persuade and influence
• Ability to build enthusiasm and commitment
• Must have goal-oriented, proactive, accountable, and passionate about driving results
• Able to be an agile and continuous learner with personal resilience and an ability to deal with ambiguity
• Good knowledge of employment law 
• Excellent ability to organise, prioritise and work under pressure
• Strong negotiation and influencing skills
• Must have fluency in English, and an additional European language

Qualifications: BS in Industrial and Labor Relations with 4 years of Experience

• Experience as a Strategic Talent Partner or Senior HR Business Partner working with senior leaders
• Proven track record of HR delivery in a strongly commercially driven and high-growth business
• Strong organisational skills and the ability to plan, prioritise and multitask in a fast-paced environment
• Effective communication skills, with the ability to build relationships with various stakeholders to drive organisational change
• Excellent decision-making skills and experience in leveraging data to create effective outcomes for people and the business
• Strong facilitation skills, with the ability to promote active discussion and engagement
• Experience with a transformative way of working and an interest and capacity for change
• Understanding of organizational behaviours and best practices
• Experience as an HR Business Partner or equivalent supporting senior leaders, ideally in software sales
• Ability to coach, develop and establish a strong feedback culture
• Strong commercial acumen and understanding of business drivers surrounding people's decisions
• Ability to act as a key change agent to initiate, facilitate and manage changes through effective planning, communication and coaching
• Ability to hunt down answers and drive solutions autonomously
• Experience in European HR practices and employment law
• Must have a strong background in using data to inform strategy and drive decisions
• Able to adapt, flexible and a strong work ethic

Qualifications: BS in Global Studies with 6 years of Experience

• Experienced HR Business Partner with large corporate professional experience
• Hands-on experience translating business requirements into functional solutions
• Demonstrated track record of managing HR projects including planning, delivery and continuous improvement and mobilizing people-related components of a change program
• Good knowledge of the relevant regulatory environment and applicable employment laws
• Hands-on experience with HR Technology platforms including Workday
• Understanding of multiple HR disciplines, such as talent acquisition and development, employee retention, employee relations, organizational effectiveness, compensation practices and diversity
• Broad and working knowledge of legal frameworks, relevant Awards and Enterprise Agreements
• Ability to lead negotiations
• Expertise in coaching, counselling and influencing a high-performing, diverse and inclusive culture
• Ability to lead and drive change and innovation in HR practices
• Capable and confident communicator with strong personal presence
• Ability to communicate effectively at all levels of an organization
• Strong data, analytical, and proficiency in the use of spreadsheets

Qualifications: BA in Public Administration with 8 years of Experience

• Experience in an HR Generalist capacity and a high-tech environment
• Experience working with global teams, including organizations in EMEA and/or APJC
• Demonstrated achievements in executive coaching
• Depth of hands-on experience in compensation planning, job family development, and role leveling
• Proven ability to own a talent strategy, provide thought leadership, and influence leadership at all levels to effectively deliver on established people strategies
• Demonstrated strength in employee relations
• Expertise in assessing management and executive talent
• Deep understanding of "what great HR looks like" and how business cycles influence people's priorities
• Excellent business acumen and an ability to understand a P&L and translate business strategy into an actionable talent strategy for the organization
• Effective communication/facilitation skills, both in writing and verbally
• Proven ability to send clear and consistent messages that motivate action and results
• Project management experience, with demonstrated strength in navigating larger-scoped projects to achieve the intended outcomes

Qualifications: BS in Statistics with 5 years of Experience

• Prior experience working in international organizations or multi-national corporations
• Broad-based knowledge and extensive experience in all major facets of HR management, current and emerging trends and practices
• In-depth knowledge and experience in more than one functional area of specialization, e.g., recruitment, performance management, career development, management coaching, or HR consulting
• Sound knowledge of general HR policies, processes and systems
• Proven ability to identify and implement business-related HR interventions
• Ability to maximize the value-added resources available within HR to provide high-quality client services
• Proven track record in implementing organizational development, performance management and/or change management projects
• Strong analytical skills and proficiency with analytical tools
• Strong drive for results with an understanding of assessing the risks, benefits and possible adverse consequences of different options while solving problems
• Professional integrity, willingness and flexibility to “roll up your sleeves” to engage in all aspects of HR work from identification and design to implementation
• Excellent interpersonal and team-building skills
• Experience in building and sustaining strong client relationships at the senior level
• Demonstrated capability to build the reputation of a trusted advisor to managers and staff
• Strong oral and written communication skills

Qualifications: BS in Organizational Leadership with 7 years of Experience

• Must have strong interpersonal skills
• Experience with providing internal customer service in large organizations
• Ability to build relationships and effectively connect with others
• Excellent communication skills, both verbal and written
• Strong presentation skills with the ability to connect with and engage audiences of differing levels (front-line supervisors, executives, etc.)
• Strong project management and organization skills
• Ability to manage multiple tasks/projects simultaneously
• Excellent analytical and critical thinking skills
• Able to evaluate multiple inputs and derive a strategy and a path for execution
• Ability to frequently and accurately communicate with employees, customers, and vendors in person, via telephone or by email
• Able to support and comply with the company’s Quality Management System policies and procedures

Qualifications: BS in Business Psychology with 4 years of Experience